Advantages And Disadvantages Of Training And Development For An Organization

Training and Development is imperative to the organization’s progress. Training helps addressing employee weaknesses and builds a reliable and skilled workforce. This will improve the employees’ performance and boost their self confidence, and innovation. By acquiring the needed knowledge and skills, employees can perform more efficiently and increase the overall productivity of the organization.

Training and development are important because without it the organization will not move forward due to the employees not moving forward. The training starts as soon as the individual is being interviewed. There are questions, answers maybe a personality test to confirm that the individual has the right vision and ethical background as the organization. If the individual does not match then the organization may not hire that person.

Training and development: Employees should be trained and given chance to improve and enhance their skills. Many employers fear that if the employees are well rained, they’ll leave the organization for better jobs. Organization should not limit the resources on which organization’s success depends. These trainings can be given to improve many skills like:

For existing employees a training program also has numerous benefits: It will help them to continually improve their knowledge, skill sets and keep them fully engaged in their work.

There is a small difference regarding the importance of training and development. This area of responsibility is crucial when an organization is striving for an increase in sales. Proper and thorough training will create the changes needed to enhance the knowledge and skills of each employee. Training is also a way of communication between management and staff and should be a top priority in all departments.

Similarly, Longenecker and Fink (2005) assert that the benefits derived from training are manifold, and these include; exposure to new and better practices and ideas for application, leads to reflection, self-appraisal and retrospection, motivates employees to improve performance, encourages career development planning, helps identify specific performance problems and challenges an employee to think differently, to name a few. Other benefits are a more flexible workforce, improved performance of existing employees, decreased supervision, higher skill levels and reduced learning time, thus reducing learning costs, improved organisation morale, and to ensure for succession (Molander 1989).

Employees are an important asset to the functions of an organization whose growth is expanded through employee development. With the use of training that is focused on the needs of the organization and the personal career goals of the employee, employee development combines both to provide good skills, abilities and knowledge. Improving the skills, abilities and knowledge of employees enables the organization to experience an increase in productivity and efficiency.

Training and development provide employees the skills and knowledge to keep up with the company’s changes and growth. It can also help to develop and improve the corporate culture, its efficiency and its effectiveness; and helps in creating the learning culture within the company.

Training and development is said to have a positive impact for both firms and employees, this essay will explain the terms “Training and Development” and look at the advantages and disadvantages for the Employer and employees. One of the biggest limitations of “Training and Development” is how the impact of training and development on productivity and profit is measured for organisations and individuals. This essay will therefore attempt to address the “Why then are some organisations and individuals reluctant to invest in training?” since training and development is said to be beneficial to both parties. Assuming the long term benefits of training and development can be measured by quality or profit, and then the advantages for both the

Development is an educational process, as education has no end. It gives a person training for higher assignments. It shows the talents of future managerial staff and helps in learning the new knowledge, which will help the requirement of the organization.

Employee development is a constant effort by an organization to improve and develop the skills, knowledge and abilities of its employees. Global change and advancement in technology have generated knowledge to sustain competitive advantage of a company. A company embraces employee development to groom and strengthen their workforce by improving skills in their workers. Notably, employee development is purposely designed to bridge the gap between requirements of modern business and knowledge acquired in formal education. In addition, employee development increases the organizational output and achievement of the organization’s goals. Employee development, thus, creates a constant pool of employees with skills, knowledge, innovations and

Training and Development helps in developing leadership skills, motivation, loyalty, better attitudes, and other aspects that successful workers

The general objective of the study is to investigate the effects of training and development programmes to employees

Evaluation of training programmes may be defined as the detailed analysis of the training programmes to find out if the aims, goals and objectives of the program have been achieved in a productive and efficient manner. The advantages of evaluation of training programmes includes being able to determine the needs of the learners, if the training programme goals, aims, strategies, delivery process, course outline and objectives have been met and achieved, it also helps in improving future training programmes that are being planned and if the organisation is giving the appropriate training to the right people to increase productivity in the organisation.

Oribabor (2000) says that the aim of training and development to develop competencies such as technical , conceptual and managerial advantages for the furtherance of individual and organizational growth, also Isyakn (2000) identified that this process “TRAINING and DEVELOPMENT” is a continues one. Among other school that has highlighted the significance of Training and Development are Akintayo (1996), Graig (1976) and Oguntimehin (2001). They have postulated the functions as follows :-